The pre-migration tickbox that converts strategy into execution. Salesforce platform inventory, Apex/Flow audit, UK HMRC RTI payroll handover, GDPR/DPA 2018, cutover orchestration. Printable, sign-off-ready, gate-controlled.
Sage People is a Salesforce-platform HCM. A migration checklist that doesn't account for Apex, Flow, Visualforce, sharing rules, and Salesforce API limits will skip the items that actually break Sage People migrations.
Most generic 'HCM migration checklists' on the market are recycled from Workday-to-Fusion or PeopleSoft-to-Fusion playbooks. They cover enterprise structures, worker conversion, payroll-element mapping — the universal HCM items. They completely miss the items that derail Sage People migrations: Apex code re-implementation, Salesforce Flow / Process Builder catalog and Fusion-equivalence mapping, Visualforce page audit, custom-object dependency tracing, sharing-rule translation to Fusion's reference-data-set security, MuleSoft API contract handover, Salesforce daily API request limit profile during extraction, and Sage People-specific UK payroll integration with Sage 50 / HMRC RTI providers.
The Syntra ETL Sage People migration checklist is built from real-project experience across 20+ Sage People-to-Fusion conversions. Every item exists because skipping it on a prior project caused a slip, a rework, or a missed go-live date. The 240+ items span 12 workstreams and over 70 days of project activity, but they're broken into gate-controlled stages — you don't work them all in one sitting. Each stage has clear entry/exit criteria, so a stage owner knows exactly when to escalate.
Customers use this Sage People migration checklist three ways: (1) printed as a project workbook for HR-payroll-IT joint sessions, (2) loaded into Jira / Asana / Smartsheet for digital tracking with assignees, (3) used as the audit evidence package for SOX, ICO, or HMRC inspections that arrive years after go-live. The same checklist works for full Sage People decommissioning and for partial-scope migrations (HCM-only with payroll left on existing provider).
240+ items grouped into 12 workstreams. Every item is mapped to a stage gate with entry/exit criteria.
Sponsor, stakeholders, scope, budget, timeline, risk register, communications plan, decision cadence. All signed before week 2.
Edition, licence count, API limits, storage usage, customization count by type, Connected Apps, Named Credentials, MuleSoft contracts. Metadata API driven.
ApexClass and ApexTrigger inventory with coverage, Flow catalog, Process Builder list, Visualforce pages, Lightning + Aura components. Fusion-equivalent classification.
Worker__c, Employment_Record__c, Salary__c, Leave_Request__c row counts, custom field discovery, custom object dependency map, retention scope.
Sage 50 integration, PAYE schemes, RTI gateway, P11D, P60, P45, SSP/SMP/SPP, NI codes, tax codes, auto-enrolment, salary sacrifice.
Profiles, permission sets, sharing rules, public groups, role hierarchy, field-level security, Apex sharing recalculation — mapped to Fusion RDS + BU.
Standard reports, custom report types, dashboards, list views, Einstein Analytics — classified for retire/rebuild in OTBI/BIP.
Pre-cutover dry runs, freeze window, weekend execution, RTI submission window, parallel cycle, sign-off pack.
HR ops, manager self-service, employee self-service, payroll team, audit team — all trained before go-live.
Each stage has entry and exit criteria. You don't move forward until the prior gate is signed.
Governance workstream 8 items complete. Sponsor, scope, budget, timeline, risk register signed. Communications plan published. Steering committee meets weekly from here.
Salesforce platform inventory (35 items), Apex/Flow/VF audit (75 items combined), data scope (30 items), security model (15 items) complete. Customization-to-Fusion-equivalent map signed.
UK HMRC RTI (20 items), GDPR/DPA 2018 (12 items), reports & dashboards (25 items) complete. Crosswalk design signed by HR, payroll, audit. Cutover plan v1 drafted.
Extract, transform, validate workstreams executing. Dry-run #1 and #2 complete with full reconciliation. Training (20 items) underway. Cutover plan refined.
Cutover plan (30 items) executed weekend-T. Sage People in read-only, Fusion live, payroll cycle re-pointed, hypercare team active. Sign-off pack issued.
Hypercare workstream (20 items) executed. Parallel-cycle reconciliation. Sage People archive-only state confirmed. Lessons-learned. Project closed.
Concrete examples of what's on the checklist. The full pack ships with detailed entry/exit criteria, owner, and evidence requirement per item.
Dry-run #2 completed with row-level reconciliation. Hypercare team rota signed. Freeze window communicated. HMRC RTI submission window confirmed clear.
MuleSoft integrations paused or queued. Sage People sandbox refresh confirmed. Fusion HCM environment health check signed. Payroll pre-cycle dry run executed.
Sage People put in read-only mode. Active user count snapshot taken. Final delta extract initiated. Profile permissions clamped on user community.
HDL loads executed in dependency order: Worker → WorkRelationship → Assignment → Salary → Absence. Each layer reconciled before next.
Manager hierarchy validated. Active headcount Sage People vs Fusion reconciled to the person. Sign-off pack generated and circulated.
Fusion HCM accepting user logins. Manager self-service tested live. Employee self-service tested live. Payroll cycle pointed at Fusion.
A Sage People migration checklist is the operational tickbox that converts months of strategic planning into day-by-day execution for moving from the Sage People Salesforce org to Oracle Fusion HCM. Without it, teams forget critical items — typically things like extracting Salesforce sharing rules for sensitive-record visibility, capturing the Sage People public group memberships used by Apex code, exporting the current MuleSoft API contracts, or reconciling the Sage 50 Payroll integration field map. Syntra ETL ships a Sage People migration checklist of 240+ items covering 12 workstreams: governance, Salesforce platform inventory, Apex/Flow/VF audit, data scope, payroll integration, UK HMRC RTI, GDPR/DPA 2018, security model, reports/dashboards, cutover plan, training, hypercare. Customers print the relevant sections and run them as gate-controlled checkpoints with sign-off per stage.
EBS checklists focus on Oracle E-Business Suite on-premise concerns: AME approval rules, custom RICEW components, Oracle Workflow customizations, custom forms in OAF/Forms 6i, FNDLOAD bundles for setup migration, concurrent program inventory. A Sage People migration checklist looks completely different because Sage People is Salesforce-platform-native. Critical Sage People items include: Apex class and trigger inventory (with code coverage data from production), Salesforce Flow and Process Builder catalog, Visualforce page and Lightning component audit, custom field count per object, custom object dependency map, sharing rule and apex sharing recalculation inventory, MuleSoft API contract list, Salesforce API daily limit usage profile, sandbox refresh dependencies, and Salesforce Connected App / Integration User inventory. These are the items that derail Sage People migrations if not catalogued upfront.
Eight items go in the governance section before any technical work starts. (1) Executive sponsor and decision authority confirmed — single name accountable for go/no-go. (2) HR, payroll, IT, audit, and Salesforce platform owner stakeholders named with backup contacts. (3) Migration scope statement signed — what's in (HCM, Talent, Recruit, Time?) and what's out. (4) Timeline with hard dates — typically anchored to a UK tax year boundary (6 April) or pension auto-enrolment cycle. (5) Budget approved with contingency reserve (typical: 15–20% contingency on Sage People migrations). (6) Risk register seeded with the top 10 known risks (Apex re-implementation, RTI integration, sharing-rule translation, etc.). (7) Communications plan drafted (employee and manager notifications, FAQ, town hall cadence). (8) Decision-making cadence (weekly steering, daily stand-up during cutover).
The Salesforce platform inventory workstream has 35+ items, all driven by Salesforce Metadata API extraction. Org-level: edition, licence count by type (Sage People Full, Sage People Light, Platform, Community), API request limit profile (15K base, add-ons), storage usage, sandbox refresh frequency. Customization: ApexClass count and total LOC with coverage %, ApexTrigger count and objects, Salesforce Flow count by type, Process Builder count (deprecated path), Visualforce page count, Lightning component inventory, Aura component inventory, custom permissions, custom settings, custom metadata types. Data: custom object count, custom field count per standard/custom object, record type count, page layout count. Integration: Connected Apps, Named Credentials, External Services, Platform Events, MuleSoft API contracts. Each item gets ownership, complexity score, and Fusion-equivalent path.
20+ items cover the UK payroll integration. (1) Current payroll provider confirmed (Sage 50 Payroll, ADP, Moorepay, in-house, etc.). (2) HMRC RTI submission cadence and gateway credentials inventoried. (3) PAYE schemes and reference numbers documented with HMRC. (4) Auto-enrolment pension provider and salary-sacrifice arrangements catalogued (TPR-compliant). (5) P11D inputs (benefits in kind, company car, medical, taxable benefits) mapped from Sage People custom fields. (6) P60 and P45 historical data for current and prior tax years confirmed. (7) Statutory leave entitlements (SSP, SMP, SPP, ShPP) calculation logic documented. (8) Salary sacrifice arrangements (pension, EV, cycle scheme) field mapping. (9) National Insurance category codes per employee. (10) Tax code history per employee. (11) Year-end P11D and EYU submission process. (12-20) Cutover-specific items for in-flight RTI submissions, mid-period pay change capture, leaver and starter cutover logic.
12 items in the GDPR/DPA 2018 workstream. (1) Lawful basis for HR data processing reconfirmed for the migration project (legitimate interest + contract typically). (2) Article 30 record of processing activities updated to reflect the migration project. (3) Data Protection Impact Assessment (DPIA) completed and signed by DPO. (4) Cross-border transfer mechanism documented if Oracle Fusion HCM is hosted outside UK/EU (Standard Contractual Clauses + UK Addendum, typically). (5) Sub-processor list updated to include Syntra ETL and any cloud storage providers used for staging. (6) Data subject notification of processing change drafted (privacy notice update). (7) Retention schedule confirmed per data category (7 years HMRC, 6 years pension, 6 years tribunal claim, longer for occupational health). (8) Right-to-erasure handling plan for the migration period. (9) DSAR turnaround capability maintained throughout cutover. (10) Personal data minimisation review (drop fields not actually used). (11) Encryption-in-transit and at-rest evidence. (12) Audit log preservation for ICO inspection readiness.
30+ items in the cutover workstream, structured as pre-cutover (T-14 days), cutover weekend (T-0), and post-cutover (T+7 days). Pre-cutover: dry-run completed at least twice with full reconciliation, hypercare team rota confirmed, freeze window communicated to all users, MuleSoft / SF Data Loader integrations paused or queued, HMRC RTI submission window checked (avoid mid-RTI cutover), pension provider notified of any field changes. Cutover weekend: Sage People put in read-only mode (sharing rules clamped, profile permissions removed), final delta extract run, HDL bundles loaded to Fusion in dependency order (Worker → Assignment → Salary → Absence), row-level reconciliation pack generated and signed, manager hierarchies validated, payroll cycle re-pointed to Fusion. Post-cutover: hypercare daily stand-up for 14 days, parallel-cycle reconciliation, Sage People archive-only state confirmed, Salesforce licence reduction order placed.
The full 240+ item checklist is worked through over the duration of the project — not in a single sitting. Governance (8 items): 1 week, before technical work. Salesforce platform inventory (35 items): 2 weeks via automated Metadata API extraction + human review. Apex/Flow/VF audit (25 items): 2-3 weeks per workstream. Data scope (30 items): 1-2 weeks via Bulk API extracts. UK HMRC RTI and payroll (20 items): 2-3 weeks of payroll team work. GDPR/DPA 2018 (12 items): 1 week with DPO involvement. Security model (15 items): 1-2 weeks. Reports/dashboards (25 items): 2 weeks. Cutover plan (30 items): designed in week 4, refined through dry-runs, executed at T-0. Training (20 items): 2 weeks before go-live. Hypercare (20 items): T+0 to T+30. Total elapsed time aligns with the 10-14 week typical Sage People migration window.
240+ items, 12 workstreams, sign-off ready. Print it, load it into Jira, use it as audit evidence. We'll walk you through the most relevant sections for your scope on a 30-minute discovery call.